70% of Generation Z Say "Used Newcomer? It's Okay If Desired Company Doesn't Recognize Experience"

Job seekers participating in the '2025 Public Institution Recruitment Information Fair' held at aT Center in Seocho-gu, Seoul on January 14 are receiving recruitment consultations. Photo by Kang Jin-hyung

POSCO has come under scrutiny for recruiting new employees with prior experience without recognizing their previous work history, while a majority of Generation Z consider mid-career new hires acceptable if it means joining their desired company.

On the 28th, recruitment platform Catch surveyed 1,953 Generation Z job seekers and found that 70% had considered a 'mid-career new hire strategy' to enter their preferred company. Thirty percent responded that they had never considered it. The main strategies (multiple responses allowed) for joining as a mid-career new hire were most commonly 'working at other companies such as small, medium, or startups before transferring (63%)'. This was followed by 'joining the desired company as a contract worker before reapplying for a permanent position (45%)' and 'working at partner or affiliate companies before transferring (24%)'.

The primary reason for the increase in mid-career new hires is analyzed to be the growing importance of 'expertise/job knowledge.' According to over 28,000 'interview reviews' provided by Catch, the proportion of successful candidates emphasizing 'expertise/job knowledge' steadily increased over the past three years: 33% in 2023, 37% in 2024, and 43% in 2025. This trend applies not only to experienced hires but also to new graduate and intern recruitments. In fact, new applicants most frequently emphasized 'expertise/job competency' at 33%, and in intern recruitment, 'communication/cooperation (34%)' was followed by 'expertise/job competency (30%)' as the most highlighted factors.

When asked about competition with mid-career new hires, 68% said they felt 'burdened.' Twenty-two percent responded 'neutral,' and 10% said they did not feel burdened, indicating that a majority of job seekers feel pressured by the presence of mid-career new hires in the employment competition. Regarding whether new graduates and mid-career new hires should be recruited separately, 72% answered that 'they should be distinguished,' while 28% believed 'the same standards should be applied.' Kim Jeong-hyun, head of Catch division, stated, "As competition in the job market intensifies, the mid-career new hire strategy?gaining practical experience first and then applying for new graduate recruitment?is spreading. Companies are also flexibly adjusting their hiring criteria and selection methods to accommodate these changes."

POSCO is currently recruiting production technology new hires based on experience until the 5th of next month. Applicants must meet qualifications such as having less than five years of manufacturing production work experience. Even if hired, previous work experience at other companies is not recognized. POSCO explained that this is a newly established recruitment process separate from hiring new graduates and experienced workers. While new graduates have an internship period, experienced-based new hires have the advantage of no internship period. For production positions, the starting salary including performance bonuses and allowances is about 74 million KRW, and free dormitory accommodation is provided for five years. A POSCO official said, "Because we hire people who are willing to give up their previous experience to work here without an internship process, job stability is high."